Layoffs hit my company; should I jump ship, too?

When layoffs strike your company, it’s natural to wonder: Am I next? After the initial shock, some employees scramble to update their résumés and start applying immediately, while others stay put, hoping the worst is over.

That anxiety is well-founded.

According to a December 2024 survey of 1,115 U.S. workers, 81% are worried about losing their jobs in 2025, and 76% believe layoffs will rise this year. 

That fear has fueled what experts call “The Great Stay,” a trend where workers cling to their current jobs rather than risk a move in uncertain times.

But is staying put the right move for everyone? And how can you know when it’s time to leave?

To help answer that question, we asked Chikara Kennedy, a former senior HR manager at Meta and now career coach, to share the red flags and green flags that can help guide your next move. 

When spared in a layoff, should you stay, or should you go?

Red flag: Sudden changes

Even if you were spared in the latest round of layoffs, another wave could still be coming. 

After the dust settles, sudden or ongoing changes within the company can be a warning sign.

“A lot of times, you'll hear things from the leader about industry trends or profitability or things that are going on that make them not feel as comfortable about the health of the company,” Kennedy says.

She emphasized that employees shouldn’t just focus on their own performance but also pay attention to leadership messaging, by reading company communications and asking questions to gauge leaders’ confidence in the company’s direction.

If you hear words like “restructuring,” “reorganization,” “realignment” or “streamlining,” take note. These terms, Kennedy explains, “signal that the leadership team is looking at adjusting things, and regardless of your performance, regardless of your tenure at the company, regardless of the relationships, when those things are happening, you could be impacted.”

Red flag: Silence from leadership

When communication from the top goes quiet, it can be another red flag.

“I remember when we were doing layoffs, we would have these meetings, and people would just be in tears, like, 'Please tell us. Please tell us. Please tell us,'” she says, recalling her time from HR. I can genuinely say, HR was not withholding; they did not know, she explains.

In those moments, employees often look for confirmation or reassurance from managers or HR. But Kennedy said that’s exactly when workers need to shift their focus.

“Instead of looking for validation, instead of trying to prove yourself, instead of looking for something inside the company, that's the time to come back and say, regardless of what happens, 'what am I doing?'” she says. 

Rather than waiting for guidance from others, focus on what you can control: your own path forward.

Think to yourself, “I'm the CEO of my life. The only thing I can control is making sure I'm prepared and that I'm considering my options, just like they are,” she notes.

While caution is always wise when it comes to job security, there are also signs that a company is doing well and supporting its employees.

“There's no company that's safe, no position that's safe. That's kind of an old school fallacy that really doesn't exist anymore,” she says.

Still, there are positive signals to watch for. 

Two key green flags that your company may be thriving are growth opportunities and confidence from leadership.

Green flag: Growth opportunities

When layoffs hit, it can feel like the time to run, but growth opportunities can be a green flag that your company is still supporting you.

“You should always be talking to your managers, and you should have a relationship with your manager where they know what you're interested in, what your strengths are, what your abilities are,” Kennedy explains. 

She emphasized that opportunities aren’t just about promotions or pay increases – they can also include projects or responsibilities that align with your skills and passions.

“Sometimes people think about opportunities as (a) promotion or increases, but it might just be, I would love to work a little bit more with AI, I'd like to work more with this side of the business,” and they support you to do that.

A strong indicator of a healthy work environment is when leaders create opportunities for you – whether it’s joining a new project, collaborating with a different team or stepping into a leadership role for the first time. 

These experiences demonstrate that your interests are respected and that both you and your organization can support each other’s growth.

Green flag: Confidence from leadership

Another sign of a healthy company? Clear optimism and confidence from leadership.

“The opposite of the restructuring and the layoffs is that we're hiring or that we're investing in areas that align, or projects that align with the work that you're doing,” she says. 

It’s the kind of messaging that shows leadership isn’t just reacting; they have a clear plan for the company’s future.

“You'll hear confidence about the performance and the future, like very clear signs of where they're going, what steps they're taking and the progress that has been made in that direction,” Kennedy adds.

When leaders share that targets are being met, bonuses are on track, teams are growing and employees’ work is respected, it’s reassuring and a green flag.

Stay ready, stay prepared

No matter how safe your job may feel, “You should not just be thinking about whether you should jump ship,” Kennedy explains. 

Instead, “You should always be the main character of your career story and not just reacting to layoffs. You should always be ready.”

That means consistently putting yourself first by updating your résumé, utilizing LinkedIn, getting recommendations, continuing professional development and keeping your brag book ready, Kennedy says.

“Don't wait. So many people wait, and then they're like, I don't remember what I did, I don't remember what I contributed. Then they're in an awkward position of trying to explain their impact in another company after they have just been traumatized by a layoff,” she explains.

Be the CEO of your own life and always be ready either way.

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